Skip to Content
Northern California Employment Law Attorneys
Medical Condition

Medical Conditions in California

A Sacramento Employment Lawyer Protects Your Rights on the Job

Many residents and citizens in California have one or more medical conditions that affect their daily lives in some way or other. The effects of these conditions can be nothing more than minor irritations, or they can be debilitating and necessitate the use of artificial means of assistance in order to complete simple tasks. Even where a person suffers from serious limitations in their ability to function and complete tasks, such an individual may still need to work.

Federal and state laws like the California Fair Employment and Housing Act prohibit employers from discriminating (or treating differently and negatively) an employee who has a medical condition or who requires an accommodation because of a medical condition. If you have been the victim of medical condition discrimination in the workplace, you may be entitled to monetary damages.

Medical Condition Discrimination: What Is It?

Discrimination occurs any time one person with a medical condition is treated differently than an employee that does not have that medical condition. Discriminatory treatment may be overt or may be unintentional, but in either case, the overall morale and productivity of the business is negatively impacted.

Examples of medical condition discrimination include:

  • Refusing to allow someone with a medical condition to be appointed or selected for a job because of a belief the person is unable to complete the essential job functions;
  • Refusing to hire someone after learning he or she has a medical condition or requires accommodations;
  • Providing accommodations to an employee with a medical condition when the employee has neither requested accommodations nor needs accommodations;
  • Making jokes about an employee’s medical conditions and/or its symptoms;
  • Refusing to make reasonable accommodations for an employee with a medical condition when requested and where the requested accommodation does not present a significant burden to the employer.

Even where the employer is not directly responsible for medical discrimination, the employer has an obligation to ensure other employees or supervisors do not engage in discrimination against the employee in the workplace. An employer who knows or should know that medical condition discrimination is taking place but who allows it to occur anyway can be held responsible in a civil suit and be required to pay damages.

What Reasonable Accommodations Must My Employer Make?

If you have a medical condition that impacts your ability to work, or if you need assistance in the job application and interview process, state and federal laws require that the employer provide you with reasonable accommodations. These accommodations should ideally be decided upon by both you and the employer and should be designed to assist you in either applying for a job or completing the duties of your job position.

Accommodations can include:

  • Renovating the workspace to accommodate your wheelchair or mobility device;
  • Allowing you to take more frequent breaks or to use the restroom more frequently;
  • Lowering shelving so that you can reach things more easily;
  • Other steps designed to assist you in completing essential functions.

An employer is not required to make accommodations that “unduly burden” the employer given the employer’s financial situation.

Contact my office today by calling 916-443-3553 and discussing your case during an initial consultation.

  • Our Clients Mean The World To Us

    Discover testimonials from our satisfied clients regarding their experiences with our firm.

  • We Have Never Lost a Trial

    Through commitment and skill we work hard and get the information needed to win your trial.

  • Our Clients Deserve the Best

    Fill out our consultation form to connect with our caring attorneys and schedule your initial phone conversation.

You Deserve The Best

Contact Us Tody

A member of our team will be in touch shortly to confirm your contact details or address questions you may have.

  • Please enter your first name.
  • Please enter your last name.
  • Please enter your phone number.
    This isn't a valid phone number.
  • Please enter your email address.
    This isn't a valid email address.
  • Please make a selection.
  • Please enter a message.
  • By submitting, you agree to be contacted about your request & other information using automated technology. Message frequency varies. Msg & data rates may apply. Text STOP to cancel. Acceptable Use Policy
  • "A Reliable Authority in the Legal Field!"
    Her wealth of knowledge and tech-savvy approach makes her an invaluable asset in our industry.
    Rebecca Falcon Cedillo, LMS Administrator
    McKinney, TX
  • "Such a Pleasure and Positive Energy"
    Gay has so much relaxed positive energy and knowledge you know you have found the best attorney possible.
    Former Client
  • "Outstanding legal support"
    She helped to interpret the actions of my senior management so that I could develop and implement a reaction plan.
    Former Client
  • "Nice to have Gay and her team in my corner!"
    She was realistic about expectations, she kept me informed throughout the process
  • "Excellent Representation"
    Ms. Carroll had my best interest at heart and presented a strong case
  • "Gay Lynne Carroll is #1 in my book!"
    She presents the facts of your case in an understandable manner
    Matthew, a Employment Client
  • "Ready To Go!"
    Mrs.Carroll-Haring was very upfront, ready to begin work, and on task.
    Employment Client
  • "Excellent Counsel Great Value!"
    Gay is a knowledgeable expert and quickly gave me the peace of mind that my issue was well in hand.
    Mike, Employment Client